My supervisor distresses me! Examining three-way interaction in the hospitality setting

Purpose This paper examines the moderated-moderation model of reciprocity belief and fear of negative evaluation between supervisors' abusive reactions and subordinates' distress. Design/methodology/approach The authors obtained 412 valid responses from Egyptian hotel employees and analyzed them using PROCESS model 3. Findings The three-way interaction findings proved that when employees have high reciprocity beliefs and low fear of negative evaluations, the abusive supervision-psychological distress relationship is dampened. Practical implications Organizations have the opportunity to implement human resource development (HRD) strategies focused on cultivating reduced apprehension toward negative evaluation and fostering a robust sense of positive reciprocity. To achieve this, HRD and HRM initiatives can encompass elements such as bolstering organizational and coworker support, promoting cultural assimilation and redefining work practices. Originality/value This paper adopts a comprehensive approach that recognizes the intricate interrelationships within the workplace by identifying subtle dynamics of abusive supervision and its impacts. It also explores the complex nature of such relationships rather than taking a purely causal perspective.